Social Relationships at Work: Moderator or Mediator of the Association Between Role Variables and Burnout?

Abstract

Many studies found direct relations between burnout, role conflict, role ambiguity and work relationships, but few have verified the possibility of moderation and mediation effects between these variables. This cross-sectional study investigates these two possibilities in an attempt to clarify the function of work relationships in the association between role stressors and burnout. This study was conducted on a sample of 263 French-speaking Canadian workers from nine different organizations. Hierarchical multiple regression analyses were conducted in order to investigate the purported interaction between social relationships and role stressors. Mediation effects were also verified through multiple regressions involving a bootstrapping procedure to estimate the indirect effects of role stressors on burnout. The results provided no evidence in favor of moderation. Conversely, the results revealed rather that social relationships did Vol. 4, No. 9 International Journal of Business and Management 4 mediate the relationship between role stressors and burnout.

Role of psychological empowerment in the reduction of burnout in Canadian healthcare workers

“…Burnout was measured with the French version (Dubreuil et al ., 2009) of the Maslach Burnout Inventory–General Survey (Schaufeli et al ., 1996), assessing three dimensions of burnout: emotional exhaustion (five items, e.g. I feel emotionally drained from my work), cynicism (five items, e.g.…”

Workplace Affective Commitment, Emotional Labor and Burnout: A Multiple Mediator Model

“…This is especially true of the multi-target perspective on workplace affective commitment, which has yet to be integrated into mainstream commitment research (Cohen, 2003;Morin et al, 2009Morin et al, , 2011. Still, the inclusion of emotional labor strategies as intermediate variables in this relation represents an attempt to capture how organizationally-driven emotional processes may explain the relation between individuals' internal resources on important outcomes like burnout.…”

“…The French adaptation (Dubreuil, Laughrea, Morin, Courcy, & Loiselle, 2009) of the The Maslach Burnout Inventory-General Survey (MBI-GS; Maslach, Jackson, & Leiter, 1997) was used to measure the components of burnout: emotional exhaustion (α=.90; 5 items, e.g. "I feel emotionally drained from my work"), cynicism (α=.87; 5 items, e.g.…”

“…The short version of the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ; Morin, Courcy, Madore, Loiselle, & Desclos, 2006;Morin et al, 2009Morin et al, , 2011) and a back-translated version of the Commitment to Display Rules questionnaire (Gosserand & Diefendorff, 2005) were used to measure workplace affective commitment. Eight targets of commitment were assessed: organization (α=.88; 3 items, e.g.…”

“…Moreover, focusing on multiple targets of commitment, in addition to the organization itself, is a particularly relevant approach, considering the changing nature of work and work contracts and the increasing complexity of organizational structures (Cohen, 2003;Klein, Molloy, & Cooper, 2009;Meyer, 2009;Morin, Madore, Morizot, Boudrias, & Tremblay, 2009;Morin, Morizot, Boudrias, & Madore, 2011;Morrow, 1993;Stinglhamber, Bentein, & Vandenberghe, 2002). Among all the possible workplace-related targets, organization, supervisor, colleagues, customers, work itself, career, and job can be considered as "universal targets" because they apply to a vast majority of workers (Cohen, 2003;Morin et al, 2009Morin et al, , 2011Morrow, 1993).…”